Sexual Harassment Policy

Unlawful Harassment

Dow Jones celebrates the diversity of our people and is committed to providing a working
environment in which all people are treated with dignity and respect. To that end, unlawful
harassment of any employee based on that employee’s sex, sexual orientation, gender
identity, age, disability, national origin, race, religion, service in the military, or other
protected trait is strictly prohibited and will not be tolerated. Harassment includes but is
not limited to making derogatory remarks about protected characteristics, using negative
epithets, making “jokes” about ethnic or other groups, and other verbal and physical
behavior.

While all forms of harassment based on a protected characteristic are prohibited, the
Company wishes to emphasize the specific problem of sexual harassment. Sexual
harassment includes unwelcome sexual advances, requests for sexual favours or other
verbal or physical conduct of a sexual nature when:

Submission to such conduct is made either explicitly or implicitly a term or condition
of an individual’s employment;

Submission to or rejection of such conduct by an individual is used as a basis of
employment decisions affecting such individual; or

Such conduct has the purpose or effect of unreasonably interfering with the
affected individual’s work performance or creating an intimidating, hostile, or
offensive work environment.

Sexual harassment is prohibited whether directed toward men or women, whether the
harasser and the victim are of the same or different genders and/or same or different
sexual orientations, and regardless of whether the employee accepts or rejects the
advance. Examples of conduct that could constitute unlawful sexual harassment include:

Sexual touching, advances, or propositions;

Verbal abuse, epithets, derogatory statements, or slurs;

Graphic or suggestive comments about an individual’s dress or body;

Sexually degrading words to describe an individual; and

The display in the workplace of sexually suggestive objects or pictures, including
nude photographs.

The Company policy also applies to sexually improper conduct toward the Company’s
employees by clients, customers, or other non-employees.

Please keep in mind that each of the concepts described in the preceding discussion of
“sexual harassment” applies with equal force to all other types of harassment based on
one or more Protected Classifications.

Handling Complaints

It is the Company’s policy to investigate thoroughly and remedy any incidents of
harassment or discrimination. In order to accomplish this, however, if you believe that you
have been subject to unlawful workplace harassment or discrimination of any kind,
whether by a fellow employee or by a client, customer or other non-employee, you must
report the matter as soon as possible to a corporate representative (a department
manager, EEO Coordinator, People Business Partner, or other appropriate management
representative such as the employee’s immediate supervisor) or through the News Corp
Alertline. The Alertline telephone number is: 866-480-6129. The Alertline Website is: https://
newscorp.alertline.com.

The Company understands that complaints of harassment and discrimination can be
extremely sensitive and, as far as practicable, will keep such complaints and all
communications concerning them in strict confidence. In order to make this policy
effective, each employee is expected and, indeed, obligated to cooperate fully with the
Company in any such investigation. This includes all employees involved in any way,
including the complaining employee, the alleged harasser, and any individuals identified as
witnesses. It is an independent violation of this policy for an employee to refuse to
cooperate in any such investigation and, depending on the circumstances, any such
employee will be subject to appropriate disciplinary action up to and including discharge for
failure to cooperate.

The Company will investigate all complaints of harassment promptly, fairly, thoroughly, and
as confidentially as practicable. If the Company determines that harassment has occurred,
appropriate corrective action will be taken as warranted by the circumstances. Any
employee or manager who is found after investigation to have engaged in unlawful
harassment or discrimination of an employee will be subject to appropriate disciplinary
action, depending on the circumstances, up to and including discharge.

No Retaliation

The Company respects the right of each employee to complain in good faith about illegal
discrimination of any kind, including sexual or other workplace harassment, or who
provides information in connection with any such complaint. Retaliation against any
employee for engaging in these protected activities is contrary to Company policy and will
not be tolerated. If you believe that you have experienced illegal discrimination,
harassment, or retaliation, you should report this immediately to the People Department.

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